Results 121 to 130 of about 108,695 (146)

The Effects of Arabic Gendered Language in Job Advertisements on Recruiters’ Evaluation of Job Applicants—A Hiring‐Simulation Experiment

European Journal of Social Psychology, EarlyView.
ABSTRACT This research investigated the impact of grammatically gendered language in Arabic job advertisements on recruiters’ evaluation of applicants’ job fit, wage allocation, and hireability. In a between‐participants hiring‐simulation experiment, Arabic‐speaking recruiters from local companies in Egypt (N = 181) evaluated either a woman or a man ...
Farida Soliman, Sabine Sczesny
wiley   +1 more source

Power Relations in the Preparation of the Nondiscrimination Act: The Controversial Issue of Supervising Discrimination in Working Life

European Policy Analysis, EarlyView.
ABSTRACT In the context of Europeanisation and neo‐corporatism, we examine the lengthy process of revising the Nondiscrimination Act in Finland, spanning from 2007 to 2023. The focus is on the mandate of the Nondiscrimination Ombudsman in the workplace and on explaining the sudden policy change of strengthening it after a prolonged standstill.
Laura Jauhola, Kati Rantala
wiley   +1 more source

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The COVID-19 pandemic and new hire engagement: Relationships with unemployment rates, state restrictions, and organizational tenure.

Journal of Applied Psychology, 2021
The purpose of this article is to simultaneously advance theory and practice by understanding how the Coronavirus disease 2019 (COVID-19) pandemic relates to new hire engagement.
Robert E. Ployhart, William J Shepherd, Sam D. Strizver   +2 more
semanticscholar   +1 more source

Personality characteristics and the decision to hire

Industrial and Corporate Change, 2021
As the policy debate on entrepreneurship increasingly centers on firm growth in terms of job creation, it is important to understand whether the personality of entrepreneurs drives the first hiring in their firms. Using the German Socio-Economic Panel (
Marco Caliendo, Frank M. Fossen, A. Kritikos   +2 more
semanticscholar   +1 more source

Whom to hire and how to coach them: a longitudinal analysis of newly hired salesperson performance

Journal of Personal Selling & Sales Management, 2020
Salesperson hiring decisions are critical for firms, and managers typically accept one of two viewpoints regarding optimal hiring strategies. The first asserts that prior sales experience allows new salespeople to perform immediately upon hire and ...
Willy Bolander, Cinthia B. Satornino, Alexis M. Allen, Bryan Hochstein, Riley G. Dugan   +4 more
semanticscholar   +1 more source

Are Female Managers More Likely to Hire More Female Managers? Evidence from Germany

ILR Review, 2020
This article investigates whether there is state dependence in the gender composition of managers in German establishments; that is, whether the number of hired female managers depends on the past hiring decisions of an establishment.
Mario Bossler, Alexander Mosthaf, Thorsten Schank   +2 more
semanticscholar   +1 more source

Employers’ Intent to Hire People Who Are Blind or Visually Impaired: A Test of the Theory of Planned Behavior

, 2020
The purpose of this study was to examine the utility of the theory of planned behavior (TPB) in explaining employers’ hiring intentions of people who are blind or visually impaired (B/VI).
Michele C. McDonnall, Emily M. Lund
semanticscholar   +1 more source

Factors influencing the decision to hire contract labour by Indian manufacturing firms

Oxford Development Studies, 2019
Over a third of workers employed in the Indian formal manufacturing sector are ‘contract’ workers – hired through the services of labour contractors, facing lower wages and no job security in relation to regular workers.
J. Singh, D. Das, K. Abhishek, Prateek Kukreja   +3 more
semanticscholar   +1 more source

Taking a Pass: How Proportional Prejudice and Decisions Not to Hire Reproduce Gender Segregation1

American Journal of Sociology, 2018
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a ...
Ming D. Leung, Sharon Koppman
semanticscholar   +1 more source

Who wants to hire a more diverse faculty? A conjoint analysis of faculty and student preferences for gender and racial/ethnic diversity

Politics, Groups, and Identities, 2018
What explains the scarcity of women and under-represented minorities among university faculty relative to their share of Ph.D. recipients? Among many potential explanations, we focus on the “demand” side of faculty diversity.
J. Carey, K. Carman, Katherine Clayton, Y. Horiuchi, Mala Htun, B. Ortiz   +5 more
semanticscholar   +1 more source